As vaccinations are expected to slowly make life limp back to normal, it seems like hybrid work models are evolving – which allow employees the option of choosing their place of work – at a physical office, or work from home or a combination of both. The reality is the “normal” we were used to is never going to come back, and this “normal” will vary from company to company. If you’re not among those who are already acting on it, here are 6 reasons why it’s important to prepare a hybrid work environment policy.
In your eagerness to ensure your employees produce enough work to justify not only their salary but the time and the space they occupy in the office, are you standing in the way of their productivity? Here are 6 managerial habits that may be hampering your employees’ productivity…
Even under normal circumstances, a perfect work schedule is something managers strive for. It’s even more relevant currently with the ongoing pandemic – when everybody is juggling not only with multiple responsibilities but also switching between home responsibilities and work and struggling to achieve a good work-life balance. The following steps will help create an effective workflow suited to your organisation and your teams.
Conflicts rarely resolve themselves. Third-party interventions are sometimes necessary, and this responsibility mainly falls on the managers, HR folks and leaders. Through conflict resolution, and when resolved properly, conflicts can lead to better ideas, better understanding, and better working relationships. To address conflict resolution, it’s important to first understand defence mechanisms before coming up with any strategies to overcome them. Let’s look at 5 very common defensive behaviours of employees:
Traditionally, workplace communication flow has been from the top to the bottom. However, things are changing now. Successful organisations understand that communication flows not just from top to bottom but also sideways and even from the bottom to the top. And that’s where listening skills come into perspective. Let’s explore 3 types of listening skills that are essential for successful leaders, managers and the organisation at large.
Traditionally, HR is not the first area of an organisation that is slated for digitalisation or technology upgradation. We now live in a world where technology drives everything, HR is also becoming more and more technology-enabled. Here are some of the areas in technology that you must know of and also read about how they can boost HR functions.
How would you define employee engagement in your organisation? Is it high or low? Is it purpose-driven or mandate-driven? Where or whom do we go to when we need employees to be engaged? Mostly the answer would be HR. In our guest article, we throw some light on where to focus efforts to build employee engagement.
You may have conducted many performance reviews over the course of your career, but in the times of Covid-19, everything is different. You and your team have been working remotely for most of the year. How then, do you begin to evaluate your employees’ performance during such a challenging time? Based on our recent experiences while supporting teams to navigate their performance appraisals, we have compiled a list of 6 tips that you could apply in your organisation. Starting now will enable you to optimise your processes ahead of the next review cycle.
Online sexual harassment is in a way a kind of ‘invisible harassment’ as only the aggrieved employee experiences the impact. The first step to prevention is to identify the harassment and then guide the employee towards redressal. What can HR do to help?
The role of managing people should not rest wholly on the HR department. Every level of the organisation has to be involved. Leadership should play an important role, as should the managers. Here are a few HR skills managers can adopt to help the smooth running of an organisation.